How Does the Digital Learning Experience Impact Business Continuity?
What’s the best way to ensure business continuity—no matter what happens? Read on and see how to ensure workforce readiness.
Business continuity seems to be on everyone’s mind as we enter another year with memories of a complete shutdown still fresh in our minds. Some of us have figured out how to maintain business continuity despite a global pandemic, weather emergencies, or unrest. Some of us are still attempting to get business back to where it was pre-pandemic. But we all know that disruption will happen again at some point.
What’s the best way to ensure that we can still keep business running no matter what happens?
Mark Smith, CEO & Chief Research Officer, at Ventana Research says it’s the responsibility of every part of the organization to ensure workforce readiness. And, it has everything to do with the kind of learning experience the organization provides its employees.
Planning for Success
Many organizations can talk about potential risks to business continuity but not many have a plan or policies in place for what would happen operationally during a major business disruption. Now is the time to invest in continuity planning for workforce effectiveness in such cases. This means establishing processes to prevent and mitigate interruptions to operations.
The first step is to establish priorities in business processes for workforce readiness. Your workforce needs to know exactly what to do if a disruption were to occur in order to ensure that the things for business to keep running get done. And as we’ve seen, depending on the disruption, the situation can keep changing. And your workforce needs to be ready as things change.
Your workforce needs to know exactly what to do if a disruption were to occur in order to ensure that the things for business to keep running get done.
The next step is to ensure that your learning processes are also ready for business disruption. Can your learning keep up with a quicker rate of change? In an operational environment, your workforce needs to learn and improve as things shift. That means making knowledge available on the job, on break, and in scheduled learning time. It means making learning content available wherever they are, which could be as they’re interacting with customers, on the couch at home, or on the road.
The last step in planning for success is to examine your digital technology and make sure it’s designed to engage your workforce continuously. This doesn’t mean retrofitting existing LMS for microlearning. You need to focus on your workers and their skills to see what’s missing from your technology investments. What incremental knowledge can you deliver to help them be more effective in how they operate?
Supercharging the Learning Experience
If business continuity is a top priority, then addressing the learning experience is necessary. And supercharging the learning experience at every opportunity where worker potential can be improved is essential.
But what does that really mean?
First, making working engagement in a digital environment a top priority is one way to ensure workforce readiness. Because when operational workers get the knowledge and skills they need, they’re more confident in doing their jobs—even when there’s a major disruption to business operations. This only happens when the learning is continuous and when clear learning pathways are established.
Leadership all the way down to managers on the front line also has to communicate why continuous learning is important. Then establishing feedback loops from the workers so that the learning experience makes sense in the operational environment.
It’s also critical to know that you have the right kind of technologies to support workforce readiness. “By 2024, two-thirds of organizations’ executive leadership teams will determine that the digital experiences used by their workforce are unacceptable and ascertain their investments are misappropriated,” cites Ventana Research.
Supercharging the learning experience means adopting a focus on the workforce experience and assessing how ready they are to deliver business continuity. You build your skills engagement plan in an environment of continuous learning so they’re always ready for anything. You’ll also need to establish learning pathways that enhance skills and readiness. And the best way to ensure that this takes off is to bring your leadership into this focus. Finally, coordinate learning pathways so they link to career advancement. This goes a long way toward reducing churn because workers can see you take their advancement seriously.
Realizing the Future of Work is Now
The future of work is happening now. It’s where the digital learning experience meets business continuity. If your workforce doesn’t get the kind of experience that prepares them for anything, most likely they won’t stay in your workforce because it’s the kind of experience they want. Ask yourself the question: does our workforce learning experience enable them to learn anywhere, anytime, and prepare them to keep business running? Answering the question could be the key to your success, now and in the future.
Watch the replay of the entire keynote presentation delivered by Mark Smith, CEO and Chief Research Officer at Ventana Research, The Digital Era of Business Continuity and Learning Experience.